Submitted by Sal Silvester on March 19, 2019
Our world has changed more in the past 10 years than it has in the previous 100.
Are your leaders prepared to win in an environment that continues to grow in complexity?
Do you have the leadership bench that will enable your business to scale in an increasingly unpredictable workplace?
The thinking and behaviors that helped leaders succeed in the past do not necessarily arm them to succeed in the future. Unfortunately not all organizations will be ready to face the rapid change around us.
It doesn’t have to be that way.
Our programs are designed to help your leaders transform both how they think and how they act so that they are equipped to address the growing complexity in our workplace today. We offer programs for all budgets - from 1-3 day leadership immersive experiences to longer-term development programs to executive coaching for leaders at all levels.
Submitted by Sal Silvester on October 4, 2018
It’s often unspoken. What team members really want most is to end the meeting and get back to their real work. So what do they do? They nod their heads in agreement so that the conversation can just move on and the meeting ends. It’s a symptom of a team that doesn’t have clarity of purpose and isn’t focused on the right topics.
Unfortunately, what comes next is the dreaded meeting after the meeting.
Submitted by Sal Silvester on August 30, 2018
Imagine what becomes possible with colleagues who are able to interact without fear of repercussion and who give each other the benefit of the doubt. They don’t get bogged down in drama, over analysis and political turf wars. Instead, they make decisions more quickly and pivot when needed.
Submitted by Sal Silvester on May 14, 2018
Stakeholder Centered Coaching: Maximizing Your Impact as a Coach lays out the framework to help you generate better results from your coaching practice using the Stakeholder Centered Coaching® approach, a proven coaching methodology and philosophy created by Marshall Goldsmith that demonstrates ROI and dramatically increases the likelihood of a successful coaching engagement. The best part about Stakeholder Centered Coaching is that it’s a process you can use both personally and professionally for creating any kind of transformational change.
Submitted by Sal Silvester on May 8, 2018
There’s always a lag between when a leader makes a behavioral change and when others perceive the change. Maybe you’ve experienced this in your personal life when you had a conflict with a friend or spouse and he brought up something that happened in the distant past, even though you’ve worked hard to change. Or perhaps in the workplace, you were hired into a specific role and have been promoted, but others still see you in the previous role.
Submitted by Sal Silvester on April 20, 2018
In our executive coaching programs, the leaders we coach face two challenges. One is to make behavioral changes. However, the second, and bigger, challenge leaders face is changing the perceptions that others have of them. After all, there’s history, first impressions, baggage, and previous experiences that get in the way. In addition, there’s always a lag between when a leader makes a change and when others notice that change or even believe it to be real and lasting.
Submitted by Sal Silvester on March 12, 2018
Our programs produce millions of dollars of return on investment (ROI) for our clients. But it’s the emotional and personal transformation that people talk about with their team and family members afterward.
Submitted by Sal Silvester on January 29, 2018
Many of us have to-do lists.
But what we really need is a “don’t-do” list.
As you transition into the new year and strive to reach your professional goals, it’s critical that you stop some of the tendencies that are slowing you down or getting in your way. Through our work in executive coaching programs, we uncovered some of these bad habits, every one of which has a negative impact on your life.
So add these to your brand, spanking-new don’t-do list.
Submitted by Sal Silvester on October 30, 2017
In our July post and September post we outlined 9 costly behavioral traits that stall or kill a leader’s career. To conclude our series, we added the remaining 7 career derailers below that most commonly show up in our executive coaching and leadership development engagements.
They are avoidable, but you have to know about them first.
Here they are. Oh, and we added a bonus derailer that you won’t want to miss if you are worried about losing credibility.
Submitted by Sal Silvester on September 20, 2017
In our July post we outlined 4 common and costly behavioral traits that we notice consistently in our executive coaching engagements that stall or kill a leader’s career. It was one of our most read posts and people wanted more. In fact, one subscriber even said, “Aren’t there more than four?”
The answer, of course, is yes there are more than four career killers. We've noticed 16 pretty common derailers as we work with people across leadership levels, gender and industry. So, we decided to dedicate this post and the next post to introducing those derailers. They are avoidable, but you have to know about them first.
Here are the first 9 derailers.